Tag: employee recognition programs

5 Program Design Dragons that must be Slayed

5 program design dragons that must be slayedWatching the 2002 movie Reign of Fire (Matthew McConaughey, Christian Bale) left me with one overwhelming and undeniable truth: the free reign of undomesticated, large, fire-breathing dragons is not conducive to a life of peace and prosperity.  As long as those dragons are around all activities are focused on avoidance, survival and a meager existence (if you haven’t seen Reign of Fire, view the trailer here).

And so it is with incentive program design.  Program design dragons will drastically impede (and can even prevent) implementation and successful execution – and can shorten the life of your incentive or recognition program.  Of the ones we encounter regularly, here are a few of the most common:

  1. We don’t need to reward participants for doing the job they are paid to do.  While this, on the surface, may seem a fair statement – incentive and recognition initiatives augment the overall cultural aspects of the organization.  They go far beyond strict compensation and should reflect and reinforce corporate vision, value and culture.
  2. Focusing exclusively on results while disregarding behavior.  The result may not only be counterproductive – it can also be disastrous, as this example from a bank in the UK shows.  Pressing for short-term financial results while enacting mandatory punitive actions resulted in unlawful activity.
  3. Participant reward budgets aren’t that important – it’s enough that we have a program for our employees.  The largest portion of program budget is allocated for participant rewards, and must be considered in conjunction with required behaviors and results.  Again, from this post entitled Incentive Program Design – Avoiding a Culture of Chaos – program administrators vastly underestimated the importance of meaningful recognition and rewards.
  4. All or nothing award rules will provide more permanent results.  Whether safety programs (one incident prevents inclusion) or sales incentives (the bar is set too high and no award is given until it is reached) this dragon is especially dangerous to morale and organizational health.  The all or nothing dragon should be slayed on sight.
  5. Exclusionary implementation won’t be perceived as a negative.  A comprehensive program is the best way to reinforce value, vision and culture while motivating and engaging employees.  Design a comprehensive program with distinct KPIs for each of your employee segments or job types.  With the right platform you can maximize program effectiveness while monitoring overall success.

The slaying of dragons is imperative to our survival, but the first order of business is to acknowledge their existence and learn to identify them.  Need help identifying and eradicating dragons from your program design?  Contact us here or give us a call at 800.621.9745.

Lend a Helping Hand through Employee Recognition

In case you haven’t heard April is National Volunteer Month!  With spring in the air, it is the perfect time to incorporate company-wide volunteer events into your employee recognition program or recognize employees for their individual contributions to their communities. Recent growing awareness for skills-based volunteering has me thinking about some of the opportunities and… Read more »

Managing to Motivate – Improving Employee Engagement

Monday I referred to Gallup’s study entitled The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders – and its finding that managers and leaders hold a powerful influence on workers’ engagement levels.  Employee engagement is enhanced when leaders focus on employee strengths – motivating them to participate in the success of… Read more »

Employee Engagement: Are you In or Out?

“You’re either in or you’re out.”  A long-time friend and former partner is oft-times heard uttering these words – his way of sizing up situations and dealing with indecision or ambiguity.  While applicable in a good number of life and business scenarios, it doesn’t reflect employee engagement in the American workplace, according to Gallup’s 2013… Read more »

The Rippling Effect of Recognition and Gratitude

Alison Newman’s post – Expressions of Gratitude: Building Blocks of Recognition – was inspired by January’s designation as National Thank You month.  Alison discusses the positive impact expressions of gratitude and appreciation have on individuals when they and their efforts are valued by others – and the organization.  The individual, however, isn’t the only benefactor… Read more »

Take Out Pizza and Online Points Programs – How Convenient!

I’ve discovered some interesting parallels between QIC’s online points programs – on the IncenTrac® platform — and take-out pizza.  First, I have a confession to make — I don’t cook (gasp!), and it’s not that I don’t know how or that I don’t enjoy cooking — I just don’t do it. It is time consuming… Read more »